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Search indexed NASA NTRS and DOE OSTI research on propulsion, heat transfer, battery materials and energy systems. Follow report and document links to the original sources.

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All sourcesNASA NTRSDOE OSTI
DOE OSTI2020

Building the Efficiency Workforce: Preprint

Demand for high-performance homes and buildings is growing due to their marketability, environmental benefits, and increasing affordability. Growth for energy efficient technologies and building upgrades has driven expansion across many traditional industries including construction trades (which added almost 21,000 jobs) and professional services (which added 35,000 employees) in 2018, according to the 2019 U.S. Energy Employment Report (USEER). As buildings become more automated, digitized and interconnected, the workforce that supports the design, build, operations and maintenance of these buildings must evolve. The U.S. Department of Energy’s Building Technologies Office (BTO) has engaged NREL to provide a framework upon which BTO can develop their next generation workforce development strategy. The strategy will be designed to increase quantity of workers with the skills to adequately design, install, maintain and operate high- performance buildings across all building sectors (residential, commercial, industrial). This paper will summarize past BTO workforce development efforts, identify current skills gaps and hiring challenges, and present anticipated future workforce needs based on new technologies currently being developed by labs and industry. Through a literature review and a series of industry and academic workshops, NREL will present a framework that includes multiple options to best prepare the next generation workforce.

buildings↗
DOE OSTI2024

A Mid-Century Net-Zero Scenario for the State of Wyoming and its Economic Impacts

Clean hydrogen has the potential to help achieve 10% economy-wide emissions reductions by 2050 relative to 2005, promote energy security and resilience, and develop a new economy in the United States. In 2030, the hydrogen economy could create about 100,000 new jobs to build new capital projects and clean hydrogen infrastructure. The Wyoming Energy Authority recently announced the state’s energy strategy, which establishes a goal of net-zero emissions by 2050. Under all likely scenarios, achieving a mid-century net-zero target will pose challenges and create opportunities for Wyoming’s energy sector. If executed properly, the transition could favorably affect the state’s economy overall in the long term. This research program examines the economic impact of fossil energy production in Wyoming and provides various predictions for future energy mixes to achieve net-zero emissions. Preliminary work suggests that Wyoming-based hydrogen production could have significant economic benefits and job creation implications for Wyoming. This study further assesses Wyoming’s opportunities to create hydrogen-based industries, assess economic impacts, identify knowledge gaps and research needs, and create a Hydrogen Center of Excellence to accelerate commercialization and deployment. This project helped to understand Wyoming's areas of focus for research and development and identified its areas of strength and potential challenges in creating a hydrogen ecosystem. As a result of this study, we estimate that for blue hydrogen produced from coal and gas resources, the overall cost reduction will be driven mainly by the carbon-sequestration tax credit and the improvement in carbon capture. Mature technologies, like SMR and PSA, will make limited contributions. They have no or limited reductions from an additional capacity deployment in future costs. We also understand the importance of continued support from public and private sectors for Carbon Capture and Storage (CCS)-related research, development, and demonstration programs at federal and state levels. The successful and efficient production of blue hydrogen requires a unique blend of energy resources, geology, regulation, law, and infrastructure. Wyoming has the distinction of meeting all these demands. The team also estimates that the availability and command of water resources accessible for hydrogen production are crucial for developing new projects. Water treatment, use, and disposal after treatment will also make projects possible. Primarily, this is relevant for hydrogen made using renewable energy. Wyoming has one of the best wind resource capacity in the nation. Harnessing this resource is challenging due to limited transmission line availability. Hydrogen could become one of the solutions to the stranded resource problem, primarily if the water availability challenge is addressed. Using produced oil & gas water could help to solve the problem. A commonly cited barrier to the expansion of hydrogen markets is the cost associated with constructing new pipelines, which typically require large amounts of capital to develop. Wyoming already possesses much of the export infrastructure needed to connect Wyoming’s hydrogen production with major markets across the West Coast, Pacific Northwest, Midwest, and Front Range regions of the United States, where a large portion of Wyoming’s natural gas is already transported. In addition to transportation by pipeline, rail transportation of hydrogen has also proven feasible. Wyoming uses its extensive railway system to transport large amounts of coal to its export partners across the United States. By using cryogenic or compressed-gas cars, Wyoming has the potential to add hydrogen to its existing network of railroad energy exports. The same technology may also be applied to hydrogen transport via trucks traveling interstate highways. Wyoming’s workforce is ready to meet the demands of clean hydrogen development. Many of the skills and training needed for hydrogen production are the same skills already possessed by Wyoming’s oil & gas and coal workforce. Many government and industry leaders expect clean hydrogen and other low-carbon energy projects to generate significant job growth and to recruit many already-trained oil & gas and coal workers whose jobs may be displaced. As energy companies seek to penetrate the markets for Wyoming hydrogen production, there is a natural mutual benefit to Wyoming’s workers and companies seeking to launch projects with the assistance of a trained workforce. Wyoming’s university and community college system have adopted several programs to ensure that highly qualified engineers and other technically skilled employees continue to graduate with skills to support the development of hydrogen and other innovative energy projects moving forward. Throughout the project, stakeholder outreach and education took many forms, including meetings with several major companies in the industry, collaborating with local government organizations, educational organizations, and national laboratories, tribal outreach and engagement, the sponsoring of several hydrogen-focused projects in many departments throughout the University of Wyoming, and developing a collaboration with international universities. The products of these collaborations consist of working relationships with several companies in the industry, educational institutions, national labs, and local government, as well as strong connections with individuals who will play an essential role in the success of the Hydrogen Energy Research Center.

08 HYDROGEN↗
DOE OSTI2024

Mastering Workforce Outreach and Engagement

To meet the goals for homes weatherized with the $3.5 billion in Bipartisan Infrastructure Law funds, weatherization will require significant expansion of its workforce. This hands-on session will explore ready-to-use workforce outreach and engagement tools designed to empower your workforce development efforts and equip you with the knowledge and skills needed to maximize the impact of these essential tools in advancing workforce development within weatherization.

ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATION,↗
NASA NTRS2008

Sense and Sensibility: The Case for the Nationwide Inclusion of Engineering in the K-12 Curriculum

The competitive status of the United States is inextricably linked to innovation just as innovation is inseparable from science, technology, engineering, and mathematics. To stay competitive in innovation requires that the United States produce a 21st century workforce complete with requisite education, training, skills, and motivation. If we accept a priori that science, technology, engineering, and mathematics education are crucial to competitiveness and innovation and that, in terms of innovation, mathematics, science, and engineering are interdependent, why are mathematics and science uniformly ubiquitous in the K-12 curriculum while engineering is conspicuously absent? We are passionate in our belief that the uniform addition of engineering to the K-12 curriculum will help ensure that the nation has "the right" 21st Century workforce. Furthermore, we believe that a nationwide effort, led by a coalition of engineering academics, practitioners, and societies is required to turn this goal into reality. However, accomplishing this goal necessitates, as we are reminded by the title of Jane Austen's timeless novel, "Sense and Sensibility", a workable solution that seeks the "middle ground" between passion and reason. We begin our paper by making two essential points: Engineers are not scientists. Engineering exists separate from science, has its own specialized knowledge community apart from science, and it is largely responsible for many of the most significant advancements and improvements in the quality of our life. Our workable solution requires that K-12 education, nationwide, accommodate the inclusion of engineering as a stand alone curriculum and we offer three reasons to support our position: (1) workforce development, (2) stimulating interest in STEM (science, technology, engineering, and mathematics) courses and careers, and (3) creating a technologically literate society. We conclude with some thoughts on how this important goal can be accomplished.

Lindberg, Robert E.↗
DOE OSTI2025

Workforce planning: a review of methodologies

Workforce planning deals with determining the number of employees and associated skills necessary to meet the future operational needs of an organization. A workforce system consists of six elements: recruitment, attrition, promotion, training, retention, and scheduling. Historically, several workforce modeling and analysis methodologies have been developed to capture these elements. This paper reviews the results of workforce and manpower models published within peer-reviewed literature between 1959 and 2021 to provide an in-depth analysis of current models. The focus of this review is on analytical, simulation, and empirical models found in literature that were collected based on a citation requirement and keyword search criteria. Results demonstrate the trends in workforce modeling research and discuss the common uses of each model type and the advantages/disadvantages related to each model. Based on the common attributes of workforce systems, the discussion focuses on the most frequently used model type for each element and the best use for each model. Lastly, recommendations are made for the development of workforce models that allow the most comprehensive view of the workforce systems of the future.

42 ENGINEERING↗
DOE OSTI2026

Designing and Utilizing Material Acceleration Platforms: Need for Workforce Development

In the quest to accelerate scientific discovery, the materials science field is rapidly moving toward the implementation of robotics and artificial intelligence driven workflows. Our recent summer school “Future Labs: Robotic Synthesis Coupled with Machine Learning for Energy Materials” provided learning opportunities for students, researchers, and educators in the materials science community. We describe this experience and provide our perspective on which new directions could be pursued to enable the future workforce to acquire cross-disciplinary skills.

Educational policy↗
NASA NTRS2006

The Effects of Development Team Skill on Software Product Quality

This paper provides an analysis of the effect of the skill/experience of the software development team on the quality of the final software product. A method for the assessment of software development team skill and experience is proposed, and was derived from a workforce management tool currently in use by the National Aeronautics and Space Administration. Using data from 26 smallscale software development projects, the team skill measures are correlated to 5 software product quality metrics from the ISO/IEC 9126 Software Engineering Product Quality standard. in the analysis of the results, development team skill is found to be a significant factor in the adequacy of the design and implementation. In addition, the results imply that inexperienced software developers are tasked with responsibilities ill-suited to their skill level, and thus have a significant adverse effect on the quality of the software product. Keywords: software quality, development skill, software metrics

Beaver, Justin M.↗
DOE OSTI2021

Evaluation of Hands-On Cybersecurity Skills Development

Cybersecurity is a relatively new and quickly advancing industry, though there is a deficit in industry professionals throughout the world. This deficit is a result of the inability of education to keep up with the continuously changing cyber-threat landscape. A lack of effective, accessible, hands-on training platforms is a barrier for students and professionals who seek to gain the skills and abilities necessary to enter the workforce. Additionally, the lack of adequate training makes it difficult for industry experts to upskill or stay up to date on new advancements within the field of cybersecurity. The goal of this cohort is to discover what makes an effective or ineffective training platform, what platforms are currently available, and to determine the next steps for hands-on learning. Hands-on experience is necessary to create workforce ready professionals, yet it is underutilized by students and professionals of cybersecurity due to costs, availability, and ease of use. This cohort has uncovered hands-on training solutions, identified many effective training solutions, and explored potential improvement to cybersecurity training. These findings resulted in the cohort moving beyond research to test the resources that currently exist or are in development, and to apply that knowledge to discovering and developing engaging hands-on training.

97 MATHEMATICS AND COMPUTING↗
DOE OSTI2025

Capability Building Progression of an Insider Threat Mitigation Program at an International Research Reactor

The nuclear industry recognizes the difficulties involved in developing effective managerial and leadership skills in a highly technical and proficient workforce such as that found in nuclear facilities. Implementing an insider threat mitigation program (ITMP) within the nuclear industry is a complex and ongoing process that demands a comprehensive understanding of human behavior, an organization’s security culture, and rigorous regulatory requirements yet also accounts for facility characteristics, physical security, material flow, and activities involving nuclear material. Given the high-consequence nature of research reactor operations, even minor lapses can lead to safety, security, and reputational risks. An effective ITMP requires a defense-in-depth approach that incorporates behavioral analysis, robust vetting procedures, continuous monitoring, and cross-disciplinary coordination. It must also promote a culture of vigilance and accountability at all levels up to and including executive leadership but be flexible enough to adapt to evolving global threats and technological advances. Insider threat mitigation is not a one-time effort but rather a sustained commitment to excellence in safety and security. Establishing a culture in which personnel proactively report incidents and issues that could affect nuclear safety and security is vital to maintaining a safe and secure operational environment. This document was developed to guide senior management and research reactor organizations in creating comprehensive programs to effectively manage and mitigate insider threat behaviors and actions. It focuses on the key pillars of an effective ITMP, including the national legal framework, security culture, preventive and protective measures, cyber security, and performance evaluation. By using a systematic approach during implementation, facilities can foster environments conducive to insider threat detection and support long-term program sustainability. The document also provides strategies for improving communication across all levels of an organization, helping to eliminate barriers that hinder the development of robust ITMPs and enhance overall security culture. In today’s organizations, the concept of leveraging safety and security culture lessons to facilitate knowledge transfer is rapidly evolving to expedite insider threat management and security culture improvements. This document outlines the rationale for evaluating an ITMP based on national customs, culture, and stakeholders. The elements are all germane to reliability and trustworthiness and relate to security concerns that states may encounter. The document focuses not only on individual perceptions regarding security issues and capability building but also on team building and how to resolve concerns. The implementers of a facility’s ITMP may zero in on indicators of insider threats within their enterprise. This material will benefit organizations when it is applied using a systematic and structured approach as demonstrated throughout the document.

98 NUCLEAR DISARMAMENT, SAFEGUARDS, AND PHYSICAL P↗
NASA NTRS1992

Here's the beef: A case study in organizational transformation

The Science and Technology Lab (STL) is tasked with the design, development, and application of the science and engineering services. Formed in the early 1970's STL adhered to many traditional attitudes including barriers to communication, excessive management control, parochial strategies, unclear measures of success, lack of customer focus, underutilization of people, and excessive administrative burdens on scientists and engineers. The challenge for the STL was to maximize customer satisfaction through the effective and efficient application of the notable skills and talents of the STL's workforce. In this way, the Lab would begin its exciting journey toward becoming world class. A discussion of this on-going transformation is presented.

Huseonica, William F.↗
NASA NTRS2002

The Impact of Trust on Organization Commitment

As the global economy continues to spawn competitive forces, organizations have sought to become more competitive by cutting costs, eliminating non-value added work, and using more automation. Jobs have become broader and more flexible leading to a leaner workforce with higher-level knowledge and skills and more responsibility for day-to-day decisions. More than ever, organizations depend on employees as the innovators and designers of products and processes and as a source of strategic advantage. Therefore employee commitment among knowledge workers is needed to maintain organizational viability. It would seem that stronger relationships due to greater dependency, involvement, and investment would develop between employers and high-technology workers resulting in more committed employees. However, the opposite has been evidenced as key knowledge workers are changing jobs frequently. This may be due to a perceived lack of commitment by management to its employees. The notion of exchange may dominate the development of organizational commitment whereby an individual decides what to give a firm (commitment, extra effort, better performance, etc.) based on what the firm gives them (e.g., trust and security). It is the relationship between an employee's organizational commitment and the responding level of trust in the organization that is examined in this paper. An experiment is described that will seek to identify this relationship. Preliminary results are expected to show a positive relationship whereby employee commitment is positively correlated with organizational trust.

Robinson, Kimberly↗
NASA NTRS2010

Forum on Workforce Development

APPEL Mission: To support NASA's mission by promoting individual, team, and organizational excellence in program/project management and engineering through the application of learning strategies, methods, models, and tools. Goals: a) Provide a common frame of reference for NASA s technical workforce. b) Provide and enhance critical job skills. c) Support engineering, program and project teams. d) Promote organizational learning across the agency. e) Supplement formal educational programs.

Hoffman, Edward↗
DOE OSTI2025

Workforce Development Opportunities Through the US Department of Energy’s Better Plants Program 2025

The increasing global demand for energy underscores the importance of energy efficiency and sustainability. To address these challenges in the US manufacturing sector, the US Department of Energy has implemented the Better Plants and Better Climate Challenge programs. These initiatives aim to reduce energy consumption, greenhouse gas emissions, and water usage in industrial facilities. This paper highlights a critical component of these programs, workforce development, which equips individuals with the skills and knowledge to implement energy-saving measures. Through the variety of training opportunities discussed, including bootcamps, in-plant trainings, virtual trainings, and annual events, the programs are able to cater to a wide range of industrial participants, from entry-level professionals to experienced engineers. By fostering collaboration and knowledge sharing and by leveraging certifications offered by organizations like the Association of Energy Engineers, these initiatives empower individuals to drive innovation and sustainable practices.

32 ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATI↗
DOE OSTI2025

A Regional Approach to Offshore Wind Energy Manufacturing in the Central Atlantic: Workforce

Meeting the additional job requirements spurred by potential growth in the offshore wind industry is likely to involve intentional and effective recruitment practices and training program development across all occupations (e.g., skilled trades, engineers, professionals) at state, regional, and local levels. The workforce development ecosystem is complex, especially for an industry like offshore wind, so assessing the readiness of an area to support the workforce needs of new manufacturing facilities involves evaluating numerous economic and training factors at an occupational level. Funded by the National Offshore Wind Research and Development Consortium and led by the National Renewable Energy Laboratory, this report represents one part of a two-part study that explores the challenges and opportunities for Delaware, Maryland, Virginia, and North Carolina in fostering regional collaboration to build a domestic supply chain for the U.S. offshore wind energy sector.

17 WIND ENERGY↗
NASA NTRS2010

NASA Education: Yesterday's Dream...Today's Vision...Tomorrow's Hope

For 50 years, NASA's journeys into air and space have developed humankind's understanding of the universe, advanced technology breakthroughs, enhanced air travel safety and security, and expanded the frontiers of scientific research. These accomplishments share a common genesis: education. Education is a fundamental element of NASA's activities, reflecting a balanced and diverse portfolio of: Elementary and Secondary Education, Higher Education, e-Education, Informal Education, and Minority University Research and Education Programs (MUREP). Previous experience has shown that implementing exciting and compelling NASA missions are critical to inspiring the next generation of explorers, innovators, and leaders. Through partnerships with the Agency's Mission Directorates, other federal agencies, private industries, scientific research, and education/academic organizations, NASA's unique mission and education initiatives (content, people, and facilities) are helping to spark student interest and to guide them toward careers in science, technology, engineering, and mathematics (STEM). NASA continues to inspire the next generation of explorers, innovators, and future leaders through its educational investments, which are designed to: (1) Strengthen NASA and the Nation's future workforce -- NASA will identify and develop the critical skills and capabilities needed to ensure achievement of exploration, science, and aeronautics. (2) Attract and retain students in STEM disciplines through a progression of educational opportunities for students, teachers, and faculty -- To compete effectively for the minds, imaginations, and career ambitions of America's young people, NASA will focus on engaging and retaining students in STEM education programs to encourage their pursuit of educational disciplines critical to NASA's future engineering, scientific, and technical missions. 3. Engage Americans in NASA's mission -- NASA will build strategic partnerships and links between formal and informal STEM education providers. Through hands-on, interactive, educational activities, NASA will engage students, educators, families, the general public, and all agency stakeholders in increasing America's science and technology literacy. NASA Education uses multiple methods to assess and evaluate the success of its programs and projects. Methods include strategic planning, management and control, expert evaluations and assessments, competitive acquisition, and analysis of performance measurement data and metrics. Additional control measures are in development. These measures will further improve data collection, assist in assessing return on investments, and provide information for accountability in project and program management. In 2009, NASA directly reached over one million students and over 115,000 educators.

Winterton, Joyce L.↗
NASA NTRS2019

NASA Undergraduate Student Instrument (USIP) Project--Lessons Learned

NASA offers real-world experiences, with the goal of developing students’ skills and capabilities in science, technology, engineering and math, skills critical to building a STEM-literate workforce and achieving the nation's exploration goals. In 2016, the NASA Science Mission Directorate (SMD) and the Office of Education National Space Grant Program (OE Space Grant) awarded $8 million through the Undergraduate Student Instrument Project (USIP) to 47 student teams to conduct hands-on research with 23 of the projects being CubeSat projects. The USIP student teams proposed science or technology experiments that are relevant to NASA missions, and the platform to fly their payload. The platforms include sounding rockets, scientific and hand-held balloons, aircraft, suborbital reusable and commercial launch vehicles, and CubeSats launched as a secondary payload on an orbital vehicle. The mission management for USIP was the responsibility of NASA Goddard Space Flight Centers Wallops Flight Facility (WFF) in Virginia. The university faculty supporting USIP attest to the benefits students are receiving in the hands-on aspects of the projects, as well as the real-world problem resolution. The USIP university teams are receiving an authentic NASA educational experience that will encourage the students to be part of NASA’s or the Nations’ future workforce and leaders.

Winterton, Joyce L.↗
NASA NTRSDate not supplied

The Residuum-Those Who Technology Leaves Behind

The introduction of new technologies has direct and indirect advantages and disadvantages on societies. As the relentless pace of technology increases, societies have to adjust, accommodate, integrate or reject the latest invention or innovation. Many people even experience the unintended consequences associated with these technologies. Some technologies appear to have a stabilizing effect on society (where the technology lifts all of society) while other technologies appear disruptive with unsettling effects(benefits are shared by a few with previously established firms being displaced). In this latter case, companies with the most disruptive technologies provide benefits but also gain market share by decimating their competitors. Those in society who have the means or the opportunity to seize the benefits of advanced technologies undoubtedly gain efficiencies of time and effectiveness while those who cannot afford or those who chose not to adopt these same technologies unfortunately fall behind. During the present worldwide pandemic, schools have physically closed their doors causing the mto pursue virtual classrooms. How will the teachers and children without internet access in their homes compare to those who do? In the near future, increased automation will lead to some reduction in the full-time workforce. A co-worker recently improved her skills in a fortuitous technical discipline. Others did not. Who should be held responsible for reskilling? Stated another way, who should be held responsible for finding new employment opportunities?In the distant future, parents who incorporated genetically enhanced benefits during childbirth will have offspring who will probably advance beyond those who cannot afford the technology. In these various ways, who should be held responsible for those who technology leaves behind?Are those left behind simply those who suffer inequality or is there something more?Should the semi-transparent hand of technology be allowed to roam freely through society selecting the survival of the fittest as it chooses? Should the invisible hand of the financial market make the decisions? Or, should governments and companies bear some responsibility by crafting policies to mitigate the consequences to those cast aside by the technology? This paper will endeavor to address some of the underlying issues of this question while attempting to find a set of sensible solutions to this problem.

Residuum↗
DOE OSTI2023

Streamlining Career Pathways

This fact sheet presents the most valuable insights and resources from a November 2022 BBWA convening of workforce experts around the topic of Streamlining Career Pathways. The Workshop presented ways to support green building trainers and employers in understanding, developing, and communicating career pathways to their trainees and fellow workforce stakeholders.

Green building careers, career pathways, low-skill↗